YMCA OF GREATER

SEATTLE

EMPLOYEE HANDBOOK

Revised June 2008

March 2010 updates on pages 37-39
 YMCA OF GREATER SEATTLE EMPLOYEE HANDBOOK - TABLE OF CONTENTS
Page
100.WelcometotheYMCA………………………...1
200.AbouttheYMCA………………………...…….1
201. Mission…………………………………………..1
202. History…………………………………………...2
203. Association Goals………………………………..2
204. "The Seattle YMCA Way”……………………….2
205. Volunteerism…………………………………….3
206. Diversity and Inclusiveness……………………....3
300.Employment…………………………………...3
301. Direct Interaction with Employees………………3
302. Employment Responsibility……………………...3
303. Equal Opportunity………………………………3
304. Selection………………………………………....4
305. Transfers and Promotions……………………….4
306. Employment of Relatives………………………..5
307. Personnel Records………………………………5
308. Total Rewards and Salary Administration………..5
309. Volunteering…………………………………….6
310. Expenses………………………………………...6
311. Moving Expenses………………………………..6
312. Use of Supplies and Equipment…………………7
313. YMCA Property………………………………....7
314. Use of Personal Vehicles………………………...7
400.ClassificationofEmployees…………………..7
401. Payroll/Benefits Classifications………………….7
402. YMCA of the USA Classification………………..8
500.WorkingHoursandPay………………………8
501. Hours of Work…………………………………..8
502. Overtime………………………………………...9
503. Attendance and Absences………………………..9
504. Time Sheet Information…………………………9
505. Payroll Procedures……………………………...10
506. Pay Advances…………………………………...10
600.Safety……………………………………….….10
601. Safety and Health Rules………………………....10
602. Bloodborne Pathogens………………………….11
603. Abuse Prevention……………………………….11
604. Smoke-Free Workplace…………………………12
605. Workplace Violence…………………………….12
606. Ergonomics and Workplace Comfort…………...13
700.EmployeeCodeofConduct………………….13
701. Misconduct……………………………………..13
702. Harassment……………………………………..14
703. Outside Employment…………………………...15
704. Conflict of Interest……………………………...15
705. Political Activity………………………………...15
706. Acceptance of Gifts and Payments……………...16
707. Managing Medical Information…………………16
708. Fraudulent or Criminal Activity………………....16
709. Arrest or Criminal Conviction - Staff Member….16
710. Solicitation and Distribution……………………16
711. Alcohol and Drugs……………………………...17
712. Drug-Free Workplace…………………………..17
713. Dress and Grooming…………………………...18
Page
800.Communication&InformationSystems……….18
801. Employee Concerns/Problem Review……………..18
802. Whistle-blower Policy……………………………...19
803. Personal Assistance………………………………...20
804. Telephone Etiquette……………………………….20
805. Media Relations……………………………………20
806. Religious Expression in the Workplace…………….20
807. Information Services Access……………………….21
808. Safeguarding Confidential Information…………….21
809. Computer Software………………………………...21
810. Voice Mail, E-Mail and Internet……………………21
900.StaffTrainingandCareerDevelopment………..22
901. Individual Training and Career Development……...22
902. New Employee Orientation…………….………….22
903. Safety Related Certifications……………………….22
904. Training Programs………………………………....22
905. Performance Appraisals…………………………....23
1000.BenefitsforFull-timeEmployees………………23
1001. Holidays…………………………………………...23
1002. Paid Time Off (PTO AND ESLB) ………………23
1003. Severance Pay……………………………………..26
1004. Bereavement Leave………………………………..26
1005. Employee Benefit Plan……………………………26
1006. Employee Child Care Assistance Plan……………..27
1007. College Tuition Assistance………………………...27
1008. Professional Society Dues………………………....27
1100.BenefitsforEmployees………………………….28
1101. Voluntary Medical/Dental Benefit Plan………...…28
1102. Social Security and Medicare……………………....28
1103. Workers Compensation………………………..….28
1104. Unemployment Insurance………………………....28
1105. Retirement Plan………………………………...…29
1106. Tax Deferred Savings Plan……………………...…29
1107. YMCA Membership…………………………….....29
1108. Banking Benefit/Credit Union………………….....30
1109. Direct Payroll Deposit…………………………......30
1110. Part-time Paid Time Off (PPTO)……………….....30
1111. Work Life Benefits/ Employee Assistance ………..31
1112. Employee Wellness Program ……………………..32
1200.LeavesandExtendedAbsence…………………32
1201. General Information on Leaves/Ext Absences ..…32
1202. Maternity Disability Leave………………………....32
1203. Family and Medical Leave (FMLA)……………..…33
1204. Other Medical Leave……………………………....34
1205. Personal Leave………………………………...…..34
1206. Military Service……………………………………34
1207. Jury and Witness Duty…………………………….34
1208. Domestic Violence Leave ………………………... 34
1209. Military Family Leave Act …………………….… 35
1300.EmploymentChanges…………………………..35
1301. Beginning Full-time Employment…………………35
1302. Ending Full-time Employment……………………35
1303. Ending YMCA Employment……………………...36
 YMCA OF GREATER SEATTLE
EMPLOYEE HANDBOOK

100. WELCOME TO THE YMCA

Welcome to the YMCA of Greater Seattle. We're glad you're here! We've designed this employee
handbook to provide all employees with a general source of information about the YMCA of
Greater Seattle (your Association). The contents of this handbook supersede all prior handbooks
and personnel policy statements which you may have received.

The contents of this handbook are not an employment contract or agreement, but rather represent a
general outline of personnel policy, benefits and rules. This information is not inclusive and is subject
to change without notice at any time. Employment with the YMCA is at-will and either the YMCA
or you may terminate the relationship at any time with or without cause or notice. This at- will
employment relationship can only be altered in writing signed by you and the Human Resources
Director or CEO/President.

Most employment related questions can be answered by your immediate supervisor. You are also
encouraged to contact the Human Resources staff in the Association Office and/or the individual in
your branch who coordinates payroll/personnel matters.

Any photos taken of you during the course of your employment with the YMCA may be used in
future promotional materials.

200. ABOUT THE YMCA

201.Mission:
The YMCA is a worldwide organization that is committed to providing programs that help members
and participants develop in spirit, mind, and body.

As adopted by its volunteer Board of Directors, the YMCA of Greater Seattle’s mission statement is:
"Building a community where all people, especially the young, are encouraged to develop their
fullest potential in spirit, mind and body." In all of its programs, the YMCA is dedicated to building
strong kids, strong families and strong communities.

This Association’s historic statement of purpose is: "The YMCA of Greater Seattle, rooted in and
infused with Christian tradition and values, seeks to serve all people, especially the young, enabling
them to achieve their full potential and realize self-awareness through the development of spirit,
mind and body."

1
202.History:
The YMCA (Young Men's Christian Association) was founded in London, England in 1844 and
came to the United States in 1851. YMCAs spread fast and were soon serving boys and older men
as well as young men. After World War I, women and girls became an active part of the YMCA and
today over half of all YMCA members and staff are women.

Dexter Horton and a group of fourteen concerned citizens founded the YMCA of Greater Seattle in
1876. Today, the Association serves nearly 200,000 people annually, with more than half age 18 and
under, primarily in King County and south Snohomish County. The YMCA offers many programs in
schools, churches and community centers, in addition to YMCA-owned facilities. Some of the major
YMCA locations are:

• Auburn Valley • Lake Heights Family

• Bellevue Family • Meredith Mathews East Madison
• Camping Services: • Metrocenter
- Camp Orkila (on Orcas Island) • Northshore
- Camp Colman (on Key Peninsula) • Sammamish Family
• Downtown (Seattle) • Dale Turner (Shoreline/South County)
• Federal Way • University Family
• Highline • West Seattle/Fauntleroy Family

203.AssociationGoals:
The goals of the YMCA of Greater Seattle as articulated in its strategic plan are to:
• Provide activities for youth and young adults which shape values and encourage lifelong
community service;
• Support and strengthen all families;
• Lead and support efforts which promote healthy living;
• Provide older adults with opportunities to create healthy and productive lives for themselves and
the community; and,
• Attract diverse populations participating together to create a community where all are welcome.

204."TheSeattleYMCAWay":
"The Seattle YMCA Way" describes the commitments of staff at the YMCA:
• Member Focus - We provide all participants with the highest quality programs and service and take
personal responsibility to ensure that every person is treated with courtesy and has a safe,
enriching experience.
• Environment - We practice and acknowledge commitment, innovation, good work, personal
growth, mutual respect and fairness.
• Inclusiveness - We value the capabilities of all people and welcome the diverse participation of all
members of our community.
• Integrity - We act in an ethical manner in accordance with the YMCA's values: RESPECT,
RESPONSIBILITY, HONESTY, CARING, FAITH AND FUN.

2
205.Volunteerism:
Volunteers are the backbone of the YMCA. Volunteers not only founded the YMCA, but operated
it in its entirety in the early days. The involvement today of thousands of talented, committed
individuals greatly extends the range, quality and variety of YMCA programs. Thus, it is every staff
member's job to promote YMCA volunteer opportunities. All employees should work to ensure that
volunteers have a positive, rewarding experience at the YMCA.

206.DiversityandInclusiveness:
The YMCA’s vision is to be known for practicing inclusion by valuing the diversity of all people
within our association and the communities we serve. An inclusive definition of diversity is used at
the YMCA of Greater Seattle. It says: “Diversity is the mosaic of people who bring a variety of
backgrounds, styles, perspectives, beliefs and competencies as assets to the YMCA groups and
individuals with whom they interact.”

As part of its strategic plan, the YMCA of Greater Seattle is engaged in an Association-wide effort
to increase the cultural competence of its staff and volunteers. This initiative is critical to the
Association’s long-term ability to fulfill its mission and meet its program goals. More information
can be located on the employee Intranet.

300. EMPLOYMENT

301.DirectInteractionwithEmployees:
Our long-standing policy states that the YMCA can better carry out its mission by interacting
directly with its employees, and not through a third party, such as a union.

302.EmploymentResponsibility:
The Board of Directors employs the CEO/President, who in turn employs or delegates the
authority to employ other employees. This responsibility and authority is managed as follows:
• Members of the corporate executive staff are selected by the CEO/President. Group/Branch
Executives are selected by the CEO/President, SVP/Chief Operating Officer or a designated
representative in consultation with the branch's Board of Management.

• Branch Executives select and define duties of all employees in their respective branches in
consultation with the Senior Vice President or designated staff.

• The Human Resources department is located in the Association Office at 909 Fourth Avenue,
Seattle WA 98104 (telephone 206-382-5003, fax 206-382-7283). The Human Resources staff is
responsible for formulating human resources policies, plans, programs and procedures, and for
providing assistance to supervisors and employees.

303.EqualOpportunity:
The YMCA of Greater Seattle is an equal opportunity employer. The YMCA additionally complies

3
with regulations related to affirmative action when required by applicable laws. It is our policy to
recruit, hire, train and promote persons without regard to race, religion, color, sex, age, national
origin, marital status, disability, sexual orientation, gender expression or identity, political ideology,
veteran status or any other classification protected by local, state or federal law. The YMCA strictly
prohibits and will not tolerate any form of discrimination based on any of these attributes. This
policy applies to all terms, conditions and privileges of employment including hiring, training and
development, promotion, transfer, compensation, benefits, layoff, social and recreational programs,
termination and retirement. Related questions, complaints and comments may be made to the
Human Resources Director at (206) 223-1629 or (206) 382-5035.

The YMCA of Greater Seattle does not discriminate in employment on the basis of religion. This
means that the YMCA will not hire or refuse to hire, promote or refuse to promote, or otherwise
favor or disfavor a potential, current or former employee because of his or her religion or religious
beliefs, or lack of religious beliefs. If you need workplace accommodations for your religious
beliefs, please speak with your supervisor.

If you have a disability and wish to discuss potential accommodations, you are encouraged to
immediately speak with your supervisor. If you have questions about accommodations in general,
you may contact the Human Resources Director at (206) 223-1629 or (206) 382-5035.

Engaging in any act which illegally discriminates against another employee because of race, religion,
color, sex, age, national origin, marital status, disability, sexual orientation, political ideology, veteran
status or any other classification protected by local, state or federal law will not be tolerated. It is
regarded by the YMCA as misconduct (see 701. Misconduct).

304.Selection:
The YMCA of Greater Seattle selects personnel who meet Association standards of education and
occupational qualifications, who can advance the objectives of the YMCA, who have capacity for
growth, who are in harmony with the mission of the YMCA and who show the potential to become
contributing, productive employees.

305.TransfersandPromotions:
While vacancies may be advertised, the YMCA transfers and promotes qualified personnel from
within the Association where possible, keeping in mind it is the intention to select the best person
for the job. Open positions are generally posted on the web site at www.seattleymca.org. An
employee may apply for consideration by following the procedures explained with the listing. An
employee who is experiencing performance problems on their present job may not be considered.
Employees applying for another position within the YMCA are expected to notify their present
supervisor of their application. In response to internal reference requests, supervisors are expected
to provide factual, objective and performance-based information with the hiring supervisor.

4
306.EmploymentofRelatives:
In some circumstances, relatives of employees by blood, marriage or adoption may be employed by
the YMCA, if qualified for the position. "Relatives" include, for this purpose, individuals who are
household members or domestic partners or others who may not be related but occupy equivalent
roles in the view of the YMCA. Generally, relatives are not employed within the same branch or
department. Relatives are not employed where one relative reports to another directly or in the line
of supervision. The prior approval of the supervisor and branch executive must be obtained in the
rare circumstances where employment may occur in the same branch or department (but outside the
line of supervision). The branch executive is expected to consult with the group executive or
SVP/COO. Hiring relatives of management team members must be approved in advance of any
offer by the SVP/COO or CEO/President. In all cases, the branch executive and/or SVP/COO
will examine whether the working relationship would create a conflict of interest or the appearance of
favoritism.

There is no employment of relatives in the financial office. No person should be employed in a

position by a branch where a relative is a member of any board or committee of that branch, except
with the approval of the SVP/COO or CEO/President. If two employees develop a relationship
after employment that is covered by this policy, one of the two may be transferred, or if no suitable
position is available, terminated. The decision as to which employee will be terminated, if transfer is
impossible, will be left to the employees involved, unless business necessity requires the YMCA to
make the decision. Failure to fully disclose relationships in a timely manner may be considered
misconduct that will be subject to disciplinary action, up to and including termination.

307.PersonnelRecords:
You may periodically review your personnel file in the Human Resources department. Your
supervisor and other members of management with a "need to know" as determined by the Human
Resources staff also have access to your personnel records. In order to keep your records current,
you should notify the YMCA immediately of changes to your name, address, phone number, marital
status, dependents, emergency contact information and/or beneficiary designation. The business
manager in your branch can assist you with change notifications.

You may be required by the YMCA to complete a medical examination to determine whether you
can perform the essential functions of the job with or without reasonable accommodations, or
whether a direct safety risk may be present.

308.TotalRewardsandSalaryAdministration:
The YMCA is committed to a total rewards program that supports building strong kids, strong
families and strong communities. In order to attract, retain, motivate and reward a diverse and
talented staff committed to the YMCA mission, values and strategic goals, the YMCA offers each
employee a well-rounded combination of pay, benefits, career development and learning
opportunities in a meaningful, healthy work environment.

More specifically, the YMCA strives to:

5
 ∼ Focus on the value of total rewards, including cash compensation, traditional benefits and
intrinsic benefits such as culture, career growth, learning and recognition;

∼ Offer a competitive benefits package that is designed to support long-term career

commitment and the needs of a diverse workforce;

∼ Create a health promoting workplace that supports growth in spirit, mind and body and
encourages smart consumerism in regard to healthcare;

∼ Provide ample opportunity for learning and career development, through challenging work
and programs such as tuition assistance and organization sponsored trainings;

∼ Consider budgetary requirements and constraints on the YMCA and its employees, to the
extent possible.

The YMCA seeks to establish compensation levels on the basis of external competitiveness and
internal equity within relevant labor markets. The salary structure is evaluated annually and
adjustments may be made depending on market and financial conditions. New employees will
normally be hired at a salary between the minimum and the mid-point of the salary range for their
position. However, the YMCA reserves the right to set compensation at its sole discretion.

Employees may be considered for a merit salary increase periodically, usually annually. Salary
adjustments are not automatic, but are based on factors such as work performance, fulfillment of
core competencies, and other merit considerations. Typically, employees with less than satisfactory
performance appraisal ratings do not receive a salary increase.

309.Volunteering:
In order to avoid misunderstandings and comply with regulations, non-exempt employees may not
"volunteer" their time to the YMCA in their own or a similar position. An employee may volunteer
his or her time in a different capacity; for instance, an office employee may volunteer time to coach a
youth sports team. There can be no promise, expectation or receipt of compensation for such
volunteer services.

310.Expenses:
Reasonable expenses incurred on authorized YMCA business will be reimbursed subject to prior
approval of your supervisor, in accordance with YMCA accounting procedures. Original receipts
must be kept and submitted with an Employee Reimbursement Form (available on the public drive,
under Accounting). Expense claims should be submitted in a timely fashion in accordance with
accounting procedures, or they may be denied. Reimbursements for expense claims are paid through
the payroll system. When necessary, advances can be made to cover travel expenses.

311.MovingExpenses:
If you are required to relocate to fill a professional or management position within the YMCA of

6
Greater Seattle, you may receive reimbursement for moving family and household furnishings, as
authorized by the responsible Senior Vice President or the CEO/President. “Family” includes
spouse/domestic partner and all dependents. You may receive reimbursement for other reasonable
expenses related to the move only with prior approval of the responsible Senior Vice President or
the CEO/President. Some payments may be taxable and employees are urged to consult an
accountant.

312.UseofSuppliesandEquipment:
YMCA supplies and equipment, including copy machines and postage meters, are for business use
only. Equipment and supplies purchased by or donated to the YMCA belong to the YMCA, and
not to individual employees. This includes, but is not limited to, appointment calendars, computers,
software, pagers, cellular telephones, keys, program supplies and materials. (Also refer to 810. Voice
Mail, E-Mail and Internet..)

313.YMCAProperty:
Personal locks may not be placed on YMCA property. The YMCA may retrieve, inspect and review
both business and personal information and items stored on or in YMCA property, such as computer
hard drives and other storage media (CDs, DVDs, USB drives, etc), desks, lockers, cabinets, work
areas, vehicles and YMCA-provided staff housing.

Employees are discouraged from bringing valuables to the YMCA, as the YMCA does not assume
responsibility for loss, theft or damage to employees' personal property.

314.UseofPersonalVehicles:
When personal vehicles are used for work purposes, adequate personal auto liability insurance is
required. This is also state law. Not carrying insurance, or having a high deductible, does not release
the employee from financial responsibility for personal loss or damage, or loss or damage to others,
should an incident happen when using a personal vehicle for work purposes. Some insurance
companies may charge a higher premium for insuring vehicles used for work purposes. The YMCA
provides mileage reimbursements to offset insurance and other costs to the employee. Refer to 310.
Expenses.

When employees will be transporting participants in their personal vehicles, employees will be
required to satisfactorily complete the YMCA’s application process. The process may include
showing proof of auto insurance, undergoing a motor vehicle records check, completing an
application, and completing a health history form and/or providing physician authorization. To
prevent child abuse, employees are required to abide by all rules for transporting participants.

400. CLASSIFICATION OF EMPLOYEES

401.Payroll/BenefitsClassifications:
Wages, benefits, and job duties are affected in part by your job classification. More than one of the

7
following classifications will apply to you:

a. Position Type:
• Full-time - An employee scheduled to work 32 or more hours per week on a regular, on-going
basis.
• Part-time - An employee scheduled to work less than 32 hours per week on a regular, on-
going basis.
• Temporary - An employee hired to work any schedule, for a finite period of time.
• Seasonal - An employee hired to work on a seasonal basis, such as in day camp or residence
camp.
• On-call/Substitute - An employee who is available to work when needed, on an unscheduled
basis.

b. FLSA Type:
• Exempt - Employees who are paid on a salary basis and do not receive pay for overtime in
accordance with the Fair Labor Standards Act. Exempt employees include personnel in
executive (supervisory), administrative and professional positions, and positions in seasonal
camps during periods of camp operations.
• Non-Exempt - Employees who are paid on either a salary or hourly basis and receive payment
for overtime in accordance with the Fair Labor Standards Act. Non-exempt employees
include, for example, clerical staff, front desk staff and receptionists, lifeguards, custodians,
child care staff and program instructors.

402.YMCAoftheUSAClassification:
The YMCA of Greater Seattle also follows the YMCA of the USA classifications (see YMCA of the
USA’s Intranet at www.ymcaexchange.org, user name: ymca, password: 9622) as follows:
a. Support Staff: Employees in support functions such as clerical staff, receptionists,
maintenance workers, custodians, child care staff and program instructors.
b. Staff Associates: Employees in salaried, full-time positions who have not yet met the
qualifications for listing as YMCA Directors.
c. Directors: Current YMCA of the USA requirements include: completion of Principles and
Practices, the Group Work module, the Volunteerism module and the supervisor's letter of
recommendation.
d. Professional Directors: Current YMCA of the USA requirements include: YMCA Director,
plus nine days of additional modules and the supervisor's letter of recommendation.
e. Senior Directors: Current YMCA of the USA requirements include: YMCA Director and a
four-year degree from an accredited college or university, plus nine days of additional
modules and the supervisor's letter of recommendation.

500. WORKING HOURS AND PAY

501.HoursofWork:
Supervisors generally prepare and communicate work schedules to their staff in advance of the
workweek. Requests for schedule modifications must be made as early as possible to the supervisor.

8
The YMCA workweek begins at 12:01 a.m. Saturday and ends at midnight Friday. An unpaid meal
break of 30 to 60 minutes is provided as near to the middle of the work shift as possible, if the shift
is scheduled to last longer than five hours. Rest breaks of ten minutes for each four hours of
working time are provided no later than the third hour. Most YMCA positions allow for
intermittent rest breaks, rather than formally scheduled breaks. Time for rest breaks is paid time.

502.Overtime(non-exemptstaff):
Non-exempt employees who work in excess of forty hours in a workweek receive compensation at
one and one-half times their regular rate of pay for each hour of overtime worked. You are required
to notify your supervisor prior to working the overtime hours. While the YMCA discourages the
use of compensatory time, compensatory time may be used in rare circumstances, at the request of
the employee and with the prior approval of the supervisor. An employee receives compensatory
time off in the same pay period, at the rate of one and one half hours for each hour of overtime.
Explanations of exempt and non-exempt employee classifications are provided in 401.
Payroll/Benefits Classifications, under FLSA Type.

Paid Time Off for full or part-time staff, Extended Sick Leave Bank (ESLB), holidays, jury duty, and
other paid or unpaid excused absences are not counted as time worked for purposes of computing
overtime.

503.AttendanceandAbsences:
All employees are essential to fulfilling our mission of service to members, guests and the public. The
YMCA expects you to follow your designated work schedule and to be punctual. Punctual means
that you are at your work station, ready to work at the start of your work schedule and that you
remain on the job until the end of the schedule. If you are unable to report for work or will be late,
you must speak directly to your supervisor prior to your scheduled start time, so that your work can
be covered. You may be required to obtain a substitute. If your absence or tardiness is due to an
emergency, you must call in to your supervisor or have someone call in for you as soon as possible.
Repeated absences or tardiness may be considered to be misconduct (see 701. Misconduct). An
employee who fails to report for work or to call in for three days is considered to have resigned.

504.TimeSheetInformation:
Non-exempt employees are required to record time completely and correctly on their timesheets,
including absences, working hours, overtime hours and compensatory time earned and taken. The
timesheet should be filled out daily, and signed and turned in each Monday, as instructed by your
supervisor. You have the initial responsibility for ensuring that accurate, timely records of your
working hours are prepared, so that accurate payment can be made to you.

Exempt employees are required to turn in monthly exception sheets to their supervisors.

9
505.PayrollProcedures:
Paydays are on the second and last Fridays of every month. (Residence camp employees are paid as
described in their offer letter.) Hourly employees are paid for hours worked through the preceding
Friday. Salaried employees are paid one-half of their monthly salary each payday. Each payday, you
will receive a deposit advice showing your gross pay, deductions and net pay. Taxes are deducted
automatically. Also see 1109. Direct Payroll Deposit.

The YMCA strives to pay employees properly and therefore prohibits improper deductions from
pay. An employee who believes that his/her pay has been subject to improper deductions should
follow the complaint process outlined in 801. Employee Concerns/Problem Review. The
YMCA will promptly reimburse employees for any improper deductions from pay and will take
appropriate steps to prevent a reoccurrence.

506.PayAdvances:
Requests for pay advances are strongly discouraged. If for unique emergency reasons you need an
advance, it must be approved by your supervisor, your branch executive and the SVP/Chief
Financial Officer. In any event, an advance will not be made of more than the amount earned from
the last payday to the date of the advance request.

600. SAFETY

601.SafetyandHealthRules:
All employees are to observe the following safety and health rules and to employ the principles of
accident prevention on a daily basis. Some of the rules you are expected to follow include:
• Report job-related injuries, illnesses, property damage or hazardous conditions to a supervisor or
safety committee member immediately.
• Seek treatment for injuries promptly.
• Observe all hazard warnings and caution signs.
• Use all safety equipment required for your job, including wearing appropriate personal
protective equipment for eyes, face, head, hands, and other extremities.
• Know the location of fire/safety exits, fire extinguishers, and emergency alarm pulls; know
proper evacuation procedures.
• Keep all aisles, walkways, working areas, and emergency equipment free of obstacles.
• Refrain from running, fighting, horseplay or distracting fellow workers.
• Observe safe operating procedures for all equipment; make sure that all guards and other
protective devices are in their proper places prior to operating the equipment; and operate only
equipment for which you are authorized and properly trained.
• Observe all safety precautions when handling chemicals or hazardous products, including use of
personal protective equipment. Use only products in which you have been properly trained.
• Do not wear frayed, torn or loose clothing, jewelry, or long unrestrained hair near moving
machinery or electrical equipment.
• Follow proper lifting procedures at all times.
• Drive a YMCA vehicle only if properly trained, licensed and authorized to do so.

10
• Use seat belts when driving or riding in any vehicle in accordance with state law.
• Maintain your own vehicle in safe working condition if used for work purposes.
• Adhere to state rules of the road.

602.BloodbornePathogens:
The YMCA seeks to minimize the risk of exposure by periodically training those employees who may
encounter bloodborne pathogens in the course of their work. The YMCA subscribes to the concept
of "universal precautions," which means that all employees are required to treat all human blood or
other body fluids as if it were contagious. Universal precautions mean that you are expected to
exercise work practice controls and to use personal protective equipment when necessary. In
addition, the YMCA provides medical response, post-exposure evaluation and follow- up.

Lifeguards and staff emergency medical technicians, physicians and nurses are offered the Hepatitis
B vaccination series to guard against work-related exposures to the virus in their capacity as
emergency responders. The complete series is offered at no cost to the employee as long as he/she
continues to serve as an emergency responder at the YMCA.

The Hepatitis B vaccination series may be offered to an employee or group of employees when
there is a known risk of Hepatitis B and risk of exposure to the individuals carrying the virus is
imminent.

603.AbusePrevention:
A principal endeavor of the YMCA is to provide a healthy atmosphere for the growth and
development of youth and children. Thus, the mistreatment or neglect of youth or children and the
resulting severe effects are of primary concern to the YMCA. Child abuse is mistreatment or neglect
of a child by parent(s) or others resulting in injury or harm. Abuse can lead to severe emotional,
physical and behavioral problems. Because of its concern for the welfare of children and youth, the
YMCA has developed policies, standards, guidelines and training to aid in the detection and
prevention of child abuse. In addition, all employees are screened, and background checks are
conducted upon hiring or rehiring. Additionally, employees who have contact with children and
youth receive training in recognizing, reporting and preventing child abuse, which includes training
in recognizing signs that a child is being groomed for abuse. Some of the guidelines employees are
expected to follow are:
• Avoid being alone with a single child where you cannot be observed by other staff or adults.
• You may not relate to children who participate in YMCA programs outside of approved YMCA
activities. For example, baby-sitting, weekend trips, foster care, etc. are not permitted. An
exception must be approved in advance by the Director of Risk Management and the branch
executive or SVP/Chief Operating Officer.
• Giving personal gifts to program participant(s) or their parents is not allowed.
• Program rules and boundaries must be followed, including appropriate touch guidelines.
• Children or youth should not be singled out for favored attention.
• Dating a program participant under age 18 is not allowed. Some YMCA programs may have
additional restrictions.

11
• Children may not be disciplined by use of physical punishment or by failing to provide the
necessities of care.
• Verbally, physically, sexually, or emotionally abusing or punishing children or youth is not
allowed.
• Children may be informed in a manner that is age appropriate to the group of their right to set
their own "touching" limits for personal safety.
• Children should only be released to authorized persons in programs with controlled pick-up
procedures.
• Any information regarding abuse or potential abuse should be documented in writing.
• At the first reasonable cause to believe that any child abuse exists, it should be reported to your
supervisor or branch executive so that proper reporting can be initiated. Inability to consult
with a supervisor or branch executive should not delay a call to authorities. Mandated reporters
are required by law to report known or suspected instances of abuse and not doing so is a gross
misdemeanor.
• At the first reasonable cause to believe that an employee or volunteer has either crossed the
boundaries of appropriate interactions, or has abused a child or youth, even if it was not during
working hours, his or her conduct should be reported to the program director and the branch
executive or another designated branch representative. Appropriate actions will be taken
regarding the employee or volunteer, which may include suspending or terminating YMCA
employment or volunteer status, and following the YMCA’s protocol on reporting to the
appropriate authorities.
• Confidentiality of information related to child abuse is crucial and should be limited to the
immediate supervisor and/or branch executive and designated member(s) of the Association
office staff.
• Employees are required to fully cooperate with an investigation by the YMCA, any law
enforcement agency, or any other authorized outside agency, and failure to do so is considered
misconduct and will result in termination.

604.Smoke-FreeWorkplace:
The YMCA is committed to providing a smoke-free, safe and healthy environment for our
employees and members. Smoking is not permitted.

605.WorkplaceViolence:
The YMCA seeks to provide a safe, secure and violence-free environment for all employees,
members, participants, clients, volunteers and guests. This applies to YMCA facilities and all other
places at which the YMCA operates its programs and activities. The threat or occurrence of
violence in the workplace is in direct conflict with the YMCA’s mission and values, and will not be
tolerated.

The YMCA will work to prevent violent incidents from occurring. Violence, for this purpose,
includes, but is not limited to: physically harming another, shouting, shoving, pushing, harassment,
intimidation, coercion, menacing behavior, brandishing weapons, and/or threatening words or
behaviors. All employees are responsible for helping to maintain a violence-free environment, and
therefore, are required to promptly and accurately report incidents, whether or not physical injury

12
has occurred. Employees and volunteers also need to promptly report threats of violence or
conversations that imply threats of violence, whether made by staff, members, youth or other
individuals. Initially, reports should be made to the supervisor and/or branch executive.

Employees are expected to conduct themselves in keeping with the YMCA mission, YMCA values
(respect, responsibility, honesty, caring, faith and fun) and the “YMCA Way.” Workplace violence is
considered to be misconduct, and the YMCA will take appropriate actions in response to workplace
violence, including termination of employment. The YMCA may contact the police and other
authorities for assistance. Due to the nature of the YMCA, violent actions by employees that occur
off YMCA premises may be considered work-related, and the YMCA will take appropriate steps,
including termination of employment. (See 201. Mission and 204. “The Seattle YMCA Way”.)

The YMCA provides an employee assistance program (EAP) for all regular full-time and part-time
employees. Employees may call the EAP directly at (800) 980-6921 or may be referred to the EAP
program by their supervisor when deemed necessary. The EAP is confidential and provides help to
YMCA staff during times of stress and crisis. (See 1111. Work Life Benefits and Employee
Assistance Program.)

606.ErgonomicsandWorkplaceComfort:
The YMCA seeks to make employees comfortable in their workstations and work routines.
Discomfort can result from prolonged positioning or stance, or from repetitive motions.
Additionally, some employees share computer workstations, making it more difficult to fit the
workstation to a specific person. All employees should use good ergonomic practices, such as
taking breaks, stretching and momentarily looking away from computer screens. For assistance with
ergonomic issues, employees are encouraged to contact the Risk Management Department at (206)
382-5003.

700. EMPLOYEE CODE OF CONDUCT

701.Misconduct:
In order to provide a productive, caring work environment, the YMCA does not tolerate
misconduct. Some examples of misconduct include:
• Discrimination in violation of our equal opportunity policy.
• Harassment.
• Child abuse, molestation or indecent exposure.
• Having unapproved off-hours contact with children in YMCA programs.
• Having contact with a youth or adult client or participant outside of the program where such contact
is prohibited by program rules.
• Mistreatment or neglect of members, guests or YMCA participants.
• Failure or refusal to carry out job assignments or to follow instructions as management requests.
• Falsification of any work, personnel, accounting or other YMCA records.
• Failure to properly record time worked or to turn in timesheets when due.
• Conviction of a crime, if job related; failure to notify the YMCA of a conviction, or an arrest if
required to do so.

13
• Theft or willful damage to YMCA property or to the property of others; or the removal of
property without permission from YMCA management.
• Dishonesty in any form.
• Abusive or profane language.
• Violations of the workplace violence policy, including, for example, fighting or threatening
another person.
• Possession of a weapon.
• Reporting to work or being under the influence of drugs or alcohol during work time or on
YMCA premises.
• Possessing, distributing or manufacturing controlled substances.
• Inefficient or substandard performance of an assigned duty or responsibility.
• Absenteeism or tardiness in reporting to work or returning from breaks.
• Absence without proper notification to supervisor or unexcused absence.
• Horseplay, unsafe or dangerous behavior, or unauthorized sleeping on the job.
• Violation of any stated rules, or of commonly accepted rules of responsible personal conduct.
• Conduct which does not support the stated purpose of the YMCA.
• Employees are required to fully cooperate with an investigation by the YMCA, any law
enforcement agency, or any other authorized outside agency, and failure to do so is considered
misconduct. Confidentiality of information related to an investigation is crucial and should be
limited to the immediate supervisor and/or branch executive and designated member(s) of the
Association office staff.

The above list is illustrative of the type of conduct that is not tolerated. This list is not
inclusive. Misconduct will result in disciplinary action, up to and including termination of
employment.

702.Harassment:
In order to have a productive, caring work environment, any form of harassment is not tolerated.
Harassment of employees by fellow employees is a form of unlawful discriminatory behavior and is
not permitted. Specifically forbidden is harassment of a sexual, religious, racial or ethnic nature, or
retaliation against someone who has made a complaint of harassment. All managers, supervisors
and employees are expected to work actively to maintain a workplace which is free from unlawful
discrimination and harassment, and to conduct themselves in such a way as to ensure that no illegal
discrimination or harassment occurs by employees, or other parties, including members, suppliers
and volunteers.

Harassment includes unsolicited remarks, gestures or physical contact; display or circulation of

written materials or pictures derogatory to either gender or to racial, ethnic or religious groups; or
basing personnel decisions on an employee's response to sexually oriented requests. Sexual
harassment is a type of harassment and occurs when this type of verbal or physical conduct is sexual
in nature or is based on gender, or gender expression or identity.

If you feel you have been subjected to harassment of any kind, you are encouraged to immediately
identify the offensive behavior to the harasser and request that it stop. If the behavior does not

14
immediately stop or if you prefer not to address the behavior directly with the harasser, you should
immediately bring the situation to the attention of the Human Resources Director (206-223-1629 or
206-382-5035), your supervisor or any member of executive management with whom you feel
comfortable.

Please be assured that your concerns will be investigated promptly by the YMCA and you will not
suffer retaliation for reporting them. It is important to the YMCA that all complaints of
discrimination or sexual harassment be thoroughly reviewed and investigated so that prompt and
appropriate action can be taken (see 801. Employee Concerns/Problem Review). An employee
who harasses or unlawfully discriminates is subject to disciplinary action, up to and including
termination of employment (see 701. Misconduct).

703.OutsideEmployment:
Outside business activities may not be conducted during work time or with the resources of the
YMCA. To avoid a conflict of interest, employees may not conduct personal business with
volunteers or other YMCA employees. Employees may not solicit YMCA members or program
participants for their personal business.

Full-time employees are not permitted to engage in any outside employment or business activity
which might result in a conflict of interest or interfere with their Association duties, without the
approval of the branch executive and the responsible Senior Vice President or CEO/President.

704.ConflictofInterest:
The YMCA expects that its employees will not engage in, directly or indirectly, any conduct that is
disloyal, disruptive or potentially damaging to the YMCA and its reputation.

Employees must disclose any financial interest they have, or a member of their immediate family
has, in any organization which does business with the YMCA of Greater Seattle. Disclosures should
be made to the responsible Senior Vice President or CEO/President.

Employees are expected to refrain from giving the impression that the personal views and positions
they express regarding economic, political or religious issues are either those of the YMCA or of
their co-workers.

705.PoliticalActivity:
Due to Internal Revenue Service regulations for tax exempt organizations such as the YMCA,
YMCA employees may not campaign for a candidate or otherwise engage in political activities
during work time, on YMCA premises or with the resources of the YMCA. This prohibition
includes, for example, wearing clothing or buttons with political slogans or displaying stickers,
posters and other political items at work or during work time.

706.AcceptanceofGiftsandPayments:

15
The YMCA wishes its employees to make responsible purchasing decisions for the YMCA without
being improperly influenced or creating the appearance of being improperly influenced. Employees,
therefore, may not accept a commission, payment, reward or gift in any form (except those of
nominal value, not to exceed $100) from dealers or vendors supplying or seeking to supply the
YMCA. The meaning of gifts includes without limitation, travel, lodging and entertainment, except
business lunches and dinners.

All donations, including cash and property, become the property of the YMCA. Employees may
not under any circumstances accept personal payment for services performed at or through the
YMCA from a member, parent, participant or other individual.

707.ManagingMedicalInformation:
Medical information on YMCA clients/participants may be subject to certain federal privacy rules.
The YMCA and its employees will respect and protect the privacy of medical information and
records, and information about clients/participants who request or receive direct services from the
YMCA. The YMCA safeguards all confidential information about participants/clients consistent
with federal or state rules and regulations or YMCA policies and procedures. Questions about
compliance should be directed to your supervisor.

708.FraudulentorCriminalActivity:
Fraudulent or criminal activity perpetrated against the YMCA, or against a YMCA employee while
on duty or otherwise involving their representation of the YMCA, is strictly prohibited. If you
observe or suspect such activities, please use the YMCA's whistleblower process to resolve your
concerns (see 802. Whistleblower Policy).

709.ArrestorCriminalConvictionofaStaffMember:
An employee is required to report an arrest to the YMCA, when the employee’s position at the
YMCA involves activities with children under 16 years old, developmentally disabled people and
vulnerable adults. All employees are required to report any criminal conviction to the YMCA, regardless of their
position. The report of arrest or conviction should be made promptly, within five days of when the
arrest or conviction occurred. The report should be made in writing to the branch executive and
include the exact charge or conviction, the location or court and the date of the arrest or conviction.
If the arrest or conviction was drug-related, refer to 712. Drug-Free Workplace. Failure to report
arrests or convictions as required may be considered misconduct.

710.SolicitationandDistribution:
The YMCA limits solicitations, surveys, petitions and distributions on its premises, whether made by
employees or by individuals or groups not associated with the YMCA. Unrestricted activities of this
nature present a safety and security hazard, interfere with normal YMCA operations and are
intrusive and annoying to employees and members. Except for legitimate YMCA purposes (e.g.,
United Way) and with the prior permission of a member of the Association Management Team,
individuals not employed by the YMCA may not at any time solicit, survey, petition or distribute

16
literature on YMCA owned or operated sites. This includes charity solicitors, salespersons,
questionnaire surveyors, union organizers or any other solicitor or distributor.

Except for legitimate YMCA purposes (e.g., the Partners with Youth campaign) and with the prior
permission of a member of the Association Management Team, employees may not solicit for any
purpose during work time. Work time is time for which the employee is paid and is expected to be
performing services for the YMCA. Work time includes the soliciting and the solicited employee's
work time. Reasonable forms of solicitation are permitted during non-work time, such as before or
after work or during meal or break periods. Employees may not distribute literature for any purpose
during work time or in work areas. Employee lunchrooms are non-work areas.

711.AlcoholandDrugs:
The YMCA is committed to maintaining an alcohol and drug free environment. This is particularly
important since many employees are responsible for the safety and welfare of children and youth.
Therefore, the YMCA prohibits the use, sale, manufacture or possession of alcohol or drugs (except
those properly prescribed by a physician and used in accordance with the physician's instructions) by
any employee while on the job and/or in any YMCA facility or vehicle. Additionally, alcoholic
beverages are not permitted in YMCA facilities, and YMCA funds may not be used to purchase
alcohol.

Employees with concerns regarding use of drugs or alcohol are encouraged to obtain assistance from
the YMCA’s Employee Assistance Plan at (800) 980-6921. Treatment programs may also be available
through the medical insurance plans offered by the YMCA. Treatment programs may help
individuals deal with an alcohol and/or drug problem before the problem affects performance and
becomes a disciplinary issue. The YMCA may require completion of drug or alcohol test(s) for
reasonable cause and/or at management’s discretion. For example, drug/alcohol tests may be
required when an employee is involved in an accident causing injury or serious property damage.

All bus drivers and others with commercial drivers licenses ("CDL") are enrolled in a federally
mandated drug and alcohol testing program which includes random testing. Presence of alcohol is
determined by breath alcohol tests. Presence of drugs is determined by urine tests. Drivers who test
positive for the presence of alcohol or drugs are subject to disciplinary action, up to and including
termination of employment. Drivers may also be referred to treatment programs. See 701.
Misconduct, 712. Drug-Free Workplace, 803. Personal Assistance and 1111. Work Life
Benefits and Employee Assistance Program.

712.Drug-FreeWorkplace:
The YMCA is committed to maintaining a drug-free workplace to protect its employees and the
youth, families and individuals served by the YMCA. An employee or volunteer may not use,
possess, dispense, distribute or manufacture illegal drugs in any YMCA workplace, including while
on YMCA premises, during work hours or while conducting YMCA business (including travel). An
employee may not report to work under the influence of illegal drugs.

As a general condition of employment and as an express condition of employment on a federal

17
grant or contract, you must abide by the terms of the Drug-Free Workplace policy. If you are
convicted of a criminal drug statute violation, you must notify your supervisor within five days of
your conviction. The YMCA will take appropriate disciplinary action, which will vary as determined
by management. Disciplinary action could include satisfactory participation in an approved drug
abuse assistance or rehabilitation program. The Association has adopted a Drug-free Workplace
policy, the text of which is available to all employees in every location. This statement and the full
Drug-Free Workplace policy are part of the drug-free awareness program. Employees are strongly
encouraged to seek and obtain assistance for substance abuse problems as described under 711.
Alcohol and Drugs, 803. Personal Assistance, and 1111. Work Life Benefits and Employee
Assistance Program.

713.DressandGrooming:
All employees must maintain a personal appearance appropriate for their work assignment. Every
employee of the YMCA should be aware that his/her personal appearance, including dress, grooming
and personal hygiene, directly affects the YMCA's public image, and its ability to effectively serve
youth, families, and other members. Name tags and YMCA clothing must be worn where and when
required. Individual branches and departments may establish more detailed guidelines.

Personal appearance should be neat, clean, non-offensive, and appropriate for the position duties that
the employee is to be performing. Personal hygiene habits are very important, for all employees are
responsible for creating an acceptable and appropriate public image.

800. COMMUNICATION AND INFORMATION SYSTEMS

801.EmployeeConcerns/ProblemReview:
Complaints are best resolved as soon as they develop, and when the employee and supervisor work in
earnest to clarify the facts of the situation and to understand each other's points of view. If you have
a complaint or problem, in most circumstances, the best course of action is to discuss the matter with
your immediate supervisor. If your supervisor is unable to resolve the matter to your satisfaction, you
should discuss your complaint or problem with the next level of supervision. If not satisfactorily
resolved at this point, you may request a review by the branch executive, and group executive, if any.
If, after the meetings, the difficulty still remains, you should discuss the situation with the Association
Human Resources staff at (206-223-1629 or 206-382-5035) who will review the matter and respond
to you.

An employee complaint will be thoroughly discussed and evaluated on its merits, and any necessary
corrections to resolve the problem will be made. There will be no retaliation against an employee
who follows, in good faith, this problem review procedure.

We recognize that the problem could involve your immediate supervisor, making you reluctant to
discuss it with him or her. In that situation, you may bring your complaint directly to the Human
Resources department, the branch executive or any member of the Association Management Team
with whom you feel comfortable.

18
802.WhistleblowerPolicy:
You are encouraged to report either orally or in writing to your immediate supervisor or alternate
line of authority as hereinafter described, all evidence of activity by a YMCA of Greater Seattle
department or employee that may constitute:
• Instances of fraud;
• Unethical business conduct;
• A violation of state or federal law or regulation; or
• Substantial and specific danger to the employee’s or public’s health and safety.

Any employee who in good faith reports such incidents as described above will be protected from
retaliation, discharge, or other types of discrimination including but not limited to changes in
compensation or terms and conditions of employment that are directly related to the disclosure of
such reports. In addition, no employee may be adversely affected because the employee refused to
carry out a directive which, in fact, constitutes corporate fraud or is a violation of state or federal
law.

If you want to report evidence of alleged improper activity as described above, you should contact
your immediate supervisor or the supervisor’s manager. In instances where you are not satisfied
with your supervisor’s or the manager’s response, or are uncomfortable for any reason addressing
such concerns to your supervisor or supervisor’s manager, you may bring your concerns to the
branch executive, Senior Vice President/Human Resources, Controller, or Senior Vice
President/Chief Financial Officer. If you have a concern or problem that is related to accounting,
internal accounting controls or auditing and are uncomfortable for any reason with contacting any
of those individuals, you may contact the Chair of the Audit Committee for the YMCA of Greater
Seattle. The contact information for the Chair of the Audit Committee will be posted in the YMCA
of Greater Seattle Intranet site.

Employees are encouraged to provide as much specific information as possible including names,
dates, places, and events that took place, the employee’s perception of why the incident(s) may be a
violation, and what action the employee recommends be taken. Anonymous written or telephonic
communications will be accepted. Employees who choose to identify themselves will receive a reply
to their report within twenty working days or as soon as practicable thereafter.

The YMCA is committed to providing the best possible working conditions for its employees and as
part of this commitment encourages an open and frank atmosphere in which any problem, complaint,
suggestion, or question receives a timely response. This policy is intended to provide reassurance to
employees that they will be protected from reprisals or victimization for voicing a complaint in a
reasonable, business-like manner. (Also see 801. Employee Concerns/Problem Review for issues
that fall outside of the “whistle-blowing” criteria above.)

803.PersonalAssistance:
Balancing the demands of work and personal life can be difficult. The YMCA of Greater Seattle

19
provides the resources for employees to succeed, not only on the job, but in their personal lives as
well. The YMCA offers work/life benefits including an Employee Assistance Program (EAP): a
confidential, professional place to turn for issues that have the potential of interfering with personal
or work success. (For details and contact information, see 1111. Work-Life Benefits and
Employee Assistance Program.)

804.TelephoneEtiquette:
Please be courteous and observe common rules of telephone etiquette:
• Answer the telephone promptly and pleasantly, and identify the YMCA and yourself.
• Learn how to properly use your telephone and voice mail system.
• If you put a caller on hold, check back with the caller periodically.
• Do not make personal long distance calls at YMCA expense.
• Personal calls of any nature should be limited and should not interfere with the work
environment.

805.MediaRelations:
Communications with media is managed through the Association Office, through its
Communications Department (206-382-5020). In general, authorized staff members in branches
may initiate contacts with community newspapers for news or feature coverage in their service area.
The Communications Department manages contacts with all regional media, including television,
radio, regional daily newspapers and regional monthly publications. In an emergency
communications situation or any time when a regional media representative requests information
directly from a staff member or volunteer, that individual is expected to consult their branch
executive, who will immediately contact the Communications Department for counsel and support.
It is the YMCA's position to cooperate fully with news media, furnishing requested information if it
is clearly in the public interest, as determined by YMCA management.

806.ReligiousExpressionintheWorkplace:
The YMCA of Greater Seattle communicates the value of faith as being sustained by a belief in
something greater than yourself. Founded in 1876 to uphold Christian values, today our YMCA
acknowledges and honors the wide range of religious, spiritual and philosophical beliefs that
volunteers, members, staff and community participants may hold. As staff members, our role is to
respect this range of beliefs by modeling acceptance, inclusion, compassion and love. We must
embrace the worth of each individual and assist them in developing their unique gifts and abilities.

The YMCA workplace permits employees to engage in personal religious expression to the greatest
extent possible, as long as this expression does not interfere with workplace performance or the
rights of others. The YMCA of Greater Seattle makes reasonable accommodations for employees’
religious practices in accordance with federal and state law.

807.InformationServicesAccess:
In order to gain access to YMCA of Greater Seattle information systems, a request must be

20
submitted by the manager of the person needing access. There are multiple information systems
and services; access is based on work requirements. Managers determine which systems new
employees need to access and make the appropriate request on their behalf.

808.SafeguardingConfidentialInformation:
All data stored on computer systems and media purchased by the YMCA of Greater Seattle is the
property of the YMCA and is not for personal use. Confidentiality of all data must be strictly
maintained and access restricted to authorized employees only. Information regarding members,
employee lists, employee information, participants, donors, financial aid, planning, medical, and
other similar information is confidential. This information should be kept within the YMCA and
shared only with those who have a legitimate need to know, as determined by YMCA management.
Confidential information should never be stored on the shared network drive known as the p:/
drive or public drive.

Except for a small number of shared computer systems, login and password information for access
is assigned to specific users. User login and password information must never be shared with anyone.
Attempts to share or requests to share login information should be rejected and immediately
reported to management. Active computers should always be locked whenever they are unattended.

809.ComputerSoftware:
Laws about the use of software are very strict. For instance, employees are strictly prohibited from
making and using additional copies of any software that has been purchased by the YMCA. This
includes copying the software for use on other YMCA computers. Copyright laws and vendor
contracts require the purchase of separate software licenses for each work station. You may not use
personal software from home or another place of business on YMCA computers. Questions about
the proper use and control of software should be directed to your supervisor or to the Information
Services department at 206-382-5003.

810.VoiceMail,E-MailandInternet:
Use of data sent and stored on YMCA computer and communications systems is the property of the
YMCA, including telephone, fax, voice mail, electronic mail ("e-mail") and Internet systems, and the
messages sent, stored or printed on YMCA equipment. There can be no expectation of privacy in
using these systems.

These systems are for business use. Examples of inappropriate use of these systems include, but are
not limited to, text or graphics that contain ethnic slurs, racial epithets, sexually explicit images,
messages or cartoons, anything that may be construed as harassment; non-business information such
as soliciting or proselytizing for commercial ventures, religious or political causes or other outside
concerns.

Personal use of e-mail and the Internet should be limited, just as personal use of telephone systems is
limited. Personal use should not interfere with the work environment. Using the Internet for
personal reasons, even if you are on an authorized break, can slow down systems that are for YMCA

21
business use.

900. STAFF TRAINING AND CAREER DEVELOPMENT

901.IndividualTrainingandCareerDevelopment:
Individual career development is provided through on-the-job training, supervisory coaching, and
participation in YMCA and non-YMCA conferences and training events. Each full-time employee,
working with their supervisor, develops and updates an "Annual Employee Training Plan." This
should be a realistically written plan for training and development, and serves as a general guide for
attendance at training and development activities, subject to budgetary and other considerations.
Part-time employees may also have an "Annual Employee Training Plan" and are generally eligible to
attend most training activities. Additionally, the YMCA makes career planning and development
resources available on its employee Intranet.

902.NewEmployeeOrientation:
Each new employee is required to complete an orientation session within the first sixty days of
employment. These orientation sessions last about two hours and are scheduled at several YMCA
locations each month. Employees can consult the Association training calendar for details.

903.SafetyRelatedCertifications:
Safety training, including CPR, first aid, driver training and other topics, may be required for
individuals in certain positions. You are responsible for ensuring that your required certifications are
current. When you are required to hold safety-related certifications for your job, and they expire,
you may not be allowed to work more hours until you re-certify, and/or you may be subject to
disciplinary action, including termination of your employment.

904.TrainingPrograms:
Most YMCA training events, including program certification training, Northwest Program School,
and management modules (see YMCA of the USA’s Intranet at www.ymcaexchange.org, user name:
ymca and password: 9622) are open to participation by all employees, provided that they are job-
related and subject to budgetary and other limitations. The Association regularly publishes a training
calendar that is available in each branch and on the Association’s Intranet, under Training. There are
numerous additional training events, seminars and conferences offered locally, regionally or
nationally. You should direct your training and conference requests to your supervisor. For
consideration of payment, requests must be made in writing at least thirty days in advance of the
training date.

Participation in national YMCA programs such as "Principles and Practices" and YMCA executive
training is administered through the Association Human Resources department. Generally, YMCA
professional and management staff participate in these programs.

The YMCA assists part- and full-time employees with qualified college tuition expenses under some

22
circumstances. Please refer to 1007. College Tuition Assistance for more information.

905.PerformanceAppraisals:
Performance appraisals are conducted periodically throughout the year. Performance appraisals
focus on work results and skills. Appraisals also indicate areas of strength and areas for improved
performance and personal growth. Appraisals may include recommendations for training,
advancement, reassignment or termination. Salary adjustments, promotions and other personnel
actions are based in large part on performance appraisals.

1000. BENEFITS FOR FULL TIME EMPLOYEES

The YMCA provides comprehensive benefits to full-time employees (see 401. Payroll/Benefits
Classifications.) The following is a brief summary of our benefit plans, which change from time to
time. The specific provisions of our health and welfare plans are set forth in summary plan
descriptions available from the Human Resources department. If you have questions about current
eligibility requirements or other provisions of the plan, please contact the Human Resources
department. Full-time employees who work 32-39 hours per week receive paid time off (“PTO”),
extended sick leave bank (“ESLB”) and holidays on a pro-rated basis.

1001.Holidays:
The following eight days are recognized as paid holidays for full-time employees:

• New Year's Day • Independence Day (Fourth of

• Martin Luther King Jr.'s July)
Birthday • Labor Day
• Presidents' Day • Thanksgiving Day
• Memorial Day • Christmas Day

Holidays are taken as full days only. In order to receive holiday pay, you must be at work or on a
paid, excused absence on the workdays before and after the holiday. Holidays that fall on a Saturday
or Sunday are observed as designated by the CEO/President or SVP/Chief Operating Officer.

Due to the nature of YMCA services, some employees may be required to work on a holiday. If you
are required to work on a holiday, you will receive one alternate paid day off to be taken with your
supervisor's approval during the calendar year.

1002.PTOandESLB(PaidTimeOffandExtendedSickLeaveBank):
The YMCA provides employees with adequate time away from work so they will continue to be
productive, enthusiastic and creative while at work. Because everyone has different needs when it
comes to time off, the YMCA provides flexibility to employees through its paid time off benefits.

PTO: PTO means Paid Time Off. Full-time employees accrue PTO each pay period to be used

23
when away from work for a variety of reasons, including vacations, personal or family illnesses,
personal and religious holidays, personal and family business, birthdays, school and family activities,
doctor and dentist appointments, and personal days.
ESLB: Extended Sick Leave Bank (ESLB) is paid time that covers an employee during periods when
the employee’s own medical condition prevents him/her from working for more than three
consecutive business days. ESLB is also used when more than three consecutive business days are
needed to care for an eligible family member (spouse or domestic partner, child, parent, parent-in- law
or grandparent) with a serious or emergency health condition or as otherwise required under
applicable law. For a definition of “serious health condition” and “emergency condition”, contact the
Human Resources department or see the definitions on the Association’s public folders, under HR.
The YMCA also allows ESLB to be used by an employee who is adopting a child (see 1203. Family
and Medical Leave). The first three days of an absence due to illness/injury/adoption must be
drawn from accrued PTO and access to ESLB starts with day four of the absence. The maximum
amount of ESLB that can be accrued at any one time is 520 hours or 65 days.

Eligibility: All regular full-time employees earn PTO and ESLB benefits for each pay period he/she
is actively employed. PTO and ESLB hours are shown on pay stubs.

Recognition of Continuous YMCA Service: For the purpose of determining PTO benefit, continuous full-
time employment in any local or national YMCA is counted. Years of service generally are counted
from the original full-time hire date and continue to accrue as long as the employment remains full-
time and continuous.

Accrual Schedule (based on a standard 40-hour work week for full-time hourly staff and 100% for
salaried staff):

Service Maximum Earned PTO Maximum Earned Holiday

credits/year ESLB credits/year (Days / Hours)
(Days / Hours) (Days / Hours)
0 - 2 years 15 / 120 8 / 64 8 / 64
3 - 4 years 20 / 160 8 / 64 8 / 64
5 - 9 years 25 / 200 8 / 64 8 / 64
10 - 14 years 27 / 216 8 / 64 8 / 64
15 - 19 years 29 / 232 8 / 64 8 / 64
20 - 24 years 31 / 248 8 / 64 8 / 64
25+ years 33 / 264 8 / 64 8 / 64

24
Recognition of Prior Service: From time to time, the YMCA wants to attract management and senior level
candidates either with experience outside of the YMCA movement or executives who are returning to
the YMCA after employment elsewhere. In those cases, new management and senior level
employees may be granted recognition of their prior directly related work experience in determining
length of service for PTO, with a maximum of five years credit. The Human Resources department
will determine length of service credits and applicable benefits on a case-by-case basis.

Break in Service: PTO eligible employees who leave the employ of the YMCA or change to part-time
status but return within one-year period to a full-time job classification will resume PTO accrual at
their former accrual level. If the break in full-time employment with the YMCA is greater than one
year, the employee will return to the entry accrual level, or receive credit as noted above.

Requesting and Using PTO: PTO is accumulated on a per pay period basis. It can be taken when it is
credited and appears on pay stubs. This means that PTO may not be earned and used in the same
pay period. Guidelines for PTO use are as follows:
• Planned PTO should be requested, scheduled and approved by the supervisor at least one
month in advance. Unplanned PTO for illness or other unpredictable situations should be
reported to the supervisor as soon as the situation allows. See 503. Attendance and Absences.
• Exempt staff must take PTO in full-day (eight hour) increments and report it on the monthly
exception sheets. Non-exempt staff may take PTO in 15-minute increments and must report it
on time sheets.
• In the event of scheduling conflicts, supervisors will grant time off based on department needs,
consideration of when PTO was requested, and other factors. If the supervisor is unable to
approve the employee’s request for leave, the employee and the supervisor will schedule another
time.
• Employees in job categories that deal with cash handling may be required to take a minimum of
five consecutive working days off during the calendar year. The five days may be inclusive of a
YMCA holiday.
• Planned PTO of more than 80 hours (two consecutive weeks) must be requested at least 60 days
in advance and requires the written approval of the supervisor. All additional branch procedures
must be followed to request time off.

Maximum Allowable Carry Over of PTO Credits: Employees may carry over a maximum of 160 PTO
hours from the final pay period of one year into the next year. PTO hours in excess of the 160-hour
maximum on the final deposit advice/pay stub of a calendar year will be transferred to the ESLB
account at a 50 percent rate. For example, if an employee has a balance of 200 PTO hours on his or
her final paystub of a calendar year, this employee will have 20 hours converted (40 hours at 50%) to
ESLB and begin on January 1st the following year with 160 hours of PTO.

PTO, Family Medical Leave (FMLA), Medical Leave and Leaves authorized under Washington State Laws:
Employees must use their PTO bank through the third day of an approved medical leave, for either
personal or family reasons. After the third day, PTO may be used in conjunction with ESLB and
unpaid leave until the employee qualifies for long-term disability. Please see 1203: FMLA and 1204:

25
Other Medical Leave.

Cashing Out PTO: Employees may not receive pay instead of time off from PTO except when ending
their employment or moving to part–time status, at which time employees with one year or more of
continuous full-time YMCA service will be paid for up to 160 PTO hours and 50% of their credited
but unused PTO over 160 hours. PTO is paid at the pay rate effective on the employee’s last day of
full-time employment. ESLB and holiday hours are not eligible to be cashed out when an employee
leaves the YMCA or changes to part-time status.

1003.SeverancePay:
Severance pay is available for a full-time employee whose position is eliminated and for whom no
other YMCA employment is available. On the first of the month following or coincident with
completion of 60 days of employment as a full-time employee, you are eligible for severance pay.
One week of pay is paid for each full year of full-time employment with the YMCA of Greater
Seattle, with a minimum payment of two weeks and a maximum of twenty-six weeks.

Severance pay ceases if you decline an offer of other employment within the YMCA of Greater
Seattle or if you obtain other employment prior to exhausting severance pay. Severance pay begins
immediately after the last day worked and is paid on regular YMCA paydays. Health benefits will
continue through the end of the month during which regular and/or severance pay is received. The
YMCA does not make contributions to the Retirement Fund based on severance pay. Additional
PTO and ESLB do not accrue during the severance period. Payment for unused PTO is made as
described under 1002. PTO and ESLB (Paid Time Off and Extended Sick Leave Bank).
Payment for PTO is made on the final paycheck.

As a participant in this severance pay plan, you are entitled to certain rights and protections under
ERISA. You may refer to the Statement of Your Rights under ERISA in the Summary Plan
Description for the flexible benefit plan for more information.

1004.BereavementLeave:
In the event of the death of an immediate family member (wife, husband, child, grandchild, parent,
grandparent, brother or sister); or death of a household member related by blood or marriage; or
death of a domestic partner; the YMCA allows full-time employees up to three days off with pay,
with the supervisor's approval.

1005.EmployeeBenefitPlan:
On the first of the month following or coincident with completion of 60 days of employment as a
full-time employee, you are eligible to participate in the YMCA benefit plan (see 1301. Beginning
Full-time Employment). The YMCA provides medical, dental, life and long term disability
insurance plans. Premiums are deducted from your pay on a pre-tax basis, except that dependent
life premiums are paid after-tax. The YMCA offers a dependent care reimbursement and a health
care expense reimbursement account so that you can pay eligible expenses on a pre-tax basis. The
YMCA also offers a Health Savings Account to eligible employees.

26
Booklets and information detailing the benefits are available from the Human Resources department.
Eligibility and enrollment are subject to the terms, conditions, restrictions and other requirements set
out in the plan documents. You may enroll your domestic partner and the partner’s eligible children
on your medical and/or dental plan (premiums are paid after-tax.)

In certain circumstances, such as changing to part-time or leaving employment, health benefits may
be continued on a self-pay basis, through the COBRA provisions. (Please see 1302. Ending Full-
time Employment..)

1006.EmployeeChildCareAssistancePlan:
Full-time employees may pay a reduced rate for YMCA child care programs. The employee rate for
YMCA child care is set by the Association and is currently 66% of the member rate, up to a
maximum benefit of $416.66 per month with a maximum benefit of $5000 per year.. Programs
include school-aged child care, pre-school child care, infant or toddler care. Summer day camp
programs and educational pre-school are included only when the child's enrollment enables the
employee, and spouse if any, to be gainfully employed.

The benefit waiting period is the same as noted in 1005. Employee Benefit Plan. More details and
an election form are available from the Human Resources department in the Association office.
Employees also have to complete program enrollment paperwork normally required by the branch
and adhere to enrollment and participation rules.

Employees that participate in either or both the Dependent Care Reimbursement Account (see
1005. Employee Benefit Plan) and the Employee Child Care Assistance Plan should be aware that
the IRS sets a maximum dependent care benefit value that may be excluded from income.

1007.CollegeTuitionAssistance:
Given available financial resources, full-time YMCA employees who have completed one year of
continuous employment may be assisted with qualified college expenses. Reimbursement must be
requested and approved in advance and is limited to two courses (or six credits) per semester or
quarter, up to a maximum of $1500 per calendar year.

Part-time, regular employees who work in child care and must obtain STARS credits may receive
tuition assistance for up to two child care courses (maximum of six credits per semester or quarter)
offered through a community college.

Expenses eligible for reimbursement include tuition, registration fees and, for full-time employees,
lab fees. The employee must receive at least an average grade. For more information on eligibility
and Tuition Assistance Request Forms, refer to the employee Intranet and/or contact the Human
Resources department.

1008.ProfessionalSocietyDues:

27
Membership dues may be paid for job-related professional societies with the approval of the group
executive, responsible Senior Vice President or CEO/President. Membership in the Association of
YMCA Professionals (AYP) is available to all full-time employees. The YMCA supports AYP
membership by paying a portion of the dues. If you wish, you may pay your share of AYP dues on a
short-term payroll deduction basis.

1100. BENEFITS FOR EMPLOYEES

The YMCA provides the following benefits to part-time and full-time employees; however, some
benefits have eligibility requirements, which are briefly described below. You may contact the
Human Resources department for more information and enrollment information, if necessary.

1101.VoluntaryMedical/DentalBenefitPlan:
A voluntary, self-paid benefit plan is available to regular part-time employees and seasonal or
temporary employees who are scheduled to work ninety days or longer. In order to participate, an
employee must work at least enough hours every pay period so that the full premium costs can be
deducted on a scheduled basis. The voluntary plan has options for medical, dental and life
insurance. Eligible family members can enroll, including domestic partners. Interested employees
must enroll at hire or during an annual open enrollment period. Employees will receive information
at their home addresses shortly after hire. Eligibility and enrollment are subject to the terms,
conditions, restrictions, and other requirements set out in the plan documents. In certain
circumstances, such as leaving employment, health benefits may be continued with the insurance
provider, through COBRA provisions. Employees classified as on-call/ substitute are not eligible
for this benefit plan. Employees changing from full-time to part-time status may enroll in this
benefit plan within thirty days of the effective date of the status change. (Refer to 401.
Payroll/Benefits Classifications.)

1102.SocialSecurityandMedicare(FICA):
All employees participate in the Social Security system. The YMCA matches your contributions to
Social Security and Medicare, as prescribed by law.

1103.WorkersCompensation:
As a self-insured employer, the YMCA covers you for the hazards of occupational accidents and on-
the-job illnesses through workers compensation. Job-related injuries or illnesses should be reported
to your supervisor immediately. Time loss benefits are paid for missed work time according to the
schedule and requirements set by law; for instance, time loss benefits must have a doctor’s
authorization, and the amount of the benefits is determined by an employee’s marital (or domestic
partner) status, and his/her number of dependents. After a qualifying period you receive time loss
benefits, or your regular wage or salary if it is less. Every effort is made to accommodate you with
light duty or a modified work arrangement until you have a doctor's release to return to your regular
work responsibilities.

28
1104.UnemploymentInsurance:
The YMCA is self-insured for unemployment benefits. Unemployment is designed to provide
security for those persons unemployed through no fault of their own. Unemployment claims should
be made to the state of Washington Employment Security Department.

1105.RetirementPlan:
All YMCA of Greater Seattle employees who meet eligibility requirements are enrolled in the YMCA
Retirement Fund, which is based in New York, NY. The YMCA of Greater Seattle makes all
required contributions on behalf of Retirement Fund participants. Eligibility, benefits, definitions,
and requirements related to this plan are determined by the Fund and are carried out by the YMCA
of Greater Seattle. The Fund’s web site is www.yretirement.org and the phone number is (800) 738-
9622.

In order to be eligible, employees must be 21 years of age or older and complete two years of YMCA
service, working at least 1,000 hours each year. Employees meeting these qualifications are
automatically enrolled. If an employee was previously employed by the YMCA of Greater Seattle or
another YMCA that participates in the YMCA Retirement Fund, he/she may be immediately eligible
to participate.

See below (1106. Tax Deferred Savings Plan) for information on making voluntary contributions.

1106.TaxDeferredSavingsPlan:
Regardless of your age, service or hours of work, you may start saving for retirement immediately by
participating in the Tax Deferred Savings Plan through the YMCA Retirement Fund. You can find
information and enrollment forms at www.yretirement.org. A voluntary pre-tax retirement fund
contribution may be made through payroll deduction or a rollover deposit directly to the Retirement
Fund.

Employees already participating in the retirement plan may also make additional contributions to the
Tax Deferred Savings Plan to increase their retirement benefits, subject to certain limitations. Tax
deferred contributions are made through payroll deduction. Any employee interested in
participating in the Tax Deferred Savings Plan should visit www.yretirement.org and/or contact the
Human Resources Department at 206-382-5338.

1107.YMCAMembership:
You are encouraged to participate in YMCA programs and to use facilities and equipment; however,
you should keep in mind the priority which the YMCA places upon providing quality service to
members. For instance, all employees are expected to defer to members during peak hours for
classes and equipment use.

If you are a full-time employee, you and your immediate family receive full privilege membership in
the Association, upon request. For the purposes of this benefit, "immediate family" is considered to

29
be a second adult and your dependent children living in the same household with you. If you or
your family member wish to enroll in a structured program, you may register in the program at 50%
of the member fee, or pay the direct costs, whichever is more. Child care is not included in the
membership benefit; however, residence camp, day camp and educational pre-school may be. (Please
refer to 1006. Employee Child Care Assistance Plan.)

If you are a part-time (or seasonal or temporary) employee, upon request, you may receive an
individual adult membership. If you wish to enroll in a structured program, you may register in the
program at 50% of the member fee, or pay the direct costs, whichever is more. After six months of
continuous employment, you may request a family membership. Employees classified as on-
call/substitute are not eligible for the membership benefit.

Retired full-time employees may retain their memberships on the same basis as during their
employment. In all other circumstances, when employees leave the employment of the YMCA, they
begin paying regular rates for membership and programs.

You are strongly encouraged to participate with volunteers and other employees in YMCA special
events and the annual Partners with Youth campaign, the principal fund-raising activity of the
YMCA. Each year the YMCA raises funds to support youth activities and enable participation by
those who could not otherwise afford it. Your campaign support can make a real difference to the
community.

1108.BankingBenefitandCreditUnion:
Employees are eligible for banking benefits through Bank of America, provided that they sign up for
direct deposit of their paychecks using a Bank of America account. Free checking accounts and
discounts on other banking products are offered to participating YMCA employees. Visit
www.bankofamerica.com to find the closest branch and inform the bank representative that you are
a YMCA of Greater Seattle employee when you open your account.

All employees are eligible for membership in the Group Health Credit Union. Payroll deductions
are available for deposits to share (savings) accounts and for the payment of loans.

1109.DirectPayrollDeposit:
All employees are required to participate in the YMCA's direct deposit program. The YMCA
deposits your payroll amount into your personal bank account(s), making direct deposit convenient
for employees and for the YMCA.

You receive a deposit advice showing the amount of the deposit, your hours, earnings and deductions.
Typically, one payroll cycle is required after your authorization is received by the Payroll Department
before direct deposit takes effect. You should check your account balance before you begin writing
checks for the first time because delays, although rare, can occur. The YMCA is not responsible for
overdraft charges. A paper paycheck is mailed to your home address until direct deposit begins.

30
1110.Part-timePaidTimeOff(PPTO):
The YMCA provides eligible part-time staff with paid time off, called “PPTO.” PPTO provides
eligible part-time employees with paid holidays and with flexible paid days away from work for
relaxation, recreation, personal business or for your own illness/injury. PPTO may also be used for
illness or injury to your dependent child (including medical/dental appointments). PPTO may also
be used to care for family members who have a serious health condition or an emergency medical
condition, including your spouse/domestic partner, your adult child, your parent, your parent-in-law
(including the parent of your domestic partner), or your grandparent.

To be eligible for the PPTO benefit, you have to be a regular, part-time employee (that is, not
temporary, seasonal or on-call), and you must work an average of 25 hours per week or more (1,300
hours per year or more). At the beginning of each calendar year, the Human Resources Department
identifies eligible employees based on hours paid the previous year. A detailed description of the
PPTO benefit with confirmation of available PPTO hours is mailed to staff at their home addresses.

PPTO must be taken within the calendar year and is not cumulative. Employees are required to use
PPTO in five-hour increments, and over the course of the calendar year, each eligible employee
should plan to use PPTO on four major holidays when the YMCA is closed.

Except in the rare event of an emergency, you must schedule your PPTO well in advance with your
supervisor. PPTO must be recorded on your time sheet. If you are taking PPTO for a FMLA-
qualifying reason, you are required to notify your supervisor and the Human Resources department
(see 1203. Family and Medical Leave (FMLA)).

Part-time employees who were either hired or who changed to regular, part-time status between
January 1st and September 30th will receive PPTO on January 1st of the next calendar year, pro-
rated by the number of months worked in the previous calendar year, provided that they worked an
average of 25 hours per week. Similarly, part-time employees changing to full-time status after April
1st of each year may be eligible for PPTO, provided that he/she worked 25 hours or more per week,
for at least three months. PPTO will be added to his/her full-time PTO balance on January 1st.

If you have a PPTO balance when you become a full-time employee, your PPTO balance will be
added to your new full-time PTO accrual. In the event of change to on-call/substitute status or
termination of employment, PPTO will not be paid out and may not be converted to cash.

New employees hired on or after October 1st will not receive pro-rated PPTO.

1111.Work/LifeBenefitsandEmployeeAssistanceProgram:
Balancing the demands of work and personal life can be difficult. The YMCA of Greater Seattle
provides the resources for employees to succeed, not only on the job, but in their personal lives as
well. The YMCA offers work/life benefits including an Employee Assistance Program (EAP): a
confidential, professional place to turn for issues that have the potential of interfering with personal
or work success.

31
The YMCA pays the full cost of these benefits for full-time and regular, part-time employees. The
EAP offers referral and information benefits, and counseling is provided independently, so that
confidentiality is assured. Employees and their immediate family members, including domestic
partners, may call 24-hours a day for confidential counseling, referrals, information and educational
articles on a wide variety of issues, at (800) 980-6921, or visit www.liveandworkwell.com (YMCA
PIN number 9622).

1112.EmployeeWellnessProgram:
WellBalanced is the name of the YMCA’s employee wellness program, which provides resources and
encouragement for employees in support of wellness and well-being. The WellBalanced program
developed from an Association commitment to the health, relationships and personal well- being of
our staff team, in alignment with Activate America, the “YMCA’s bold approach to directly
address our nation’s growing health crisis.” While the Y encourages every employee to participate in
the WellBalanced program, participation is not part of performance expectations. The YMCA’s
approach to employee wellness is holistic (spirit, mind and body), inclusive of staff in all states of
wellness and respectful of individuals.

1200. LEAVES AND EXTENDED ABSENCES

1201.GeneralInformationaboutLeavesandExtendedAbsences:
A leave is generally described as an absence from work of more than three days for any of the
purposes described below. Leave time is unpaid; however, available PTO/ESLB are required to be
used during the absence as explained below. During the unpaid portion of the leave, holidays are
unpaid, and additional PTO/ESLB do not accrue.

All leave requests should be made in writing, at least 30 days in advance of the date the leave begins,
except in true emergency situations. Leave requests are initially submitted to the supervisor. Leave
requests will be approved or denied in writing through the Human Resources department. A leave of
any kind will not be approved for more than six months, except in unusual and compelling
circumstances. Employees generally may not work for themselves or another employer while on
leave or the leave will be terminated by the YMCA. Exceptions must be approved in advance by the
supervisor and the Human Resources Director.

Your benefit participation is maintained under FMLA provisions. During other types of leave, you
may be able to continue your health benefits under COBRA provisions. If you discontinue benefits
coverage while on non-FMLA leave, you must fulfill the waiting period upon returning to full-time
status, and furthermore, must meet eligibility and coverage terms set by insurance carriers.

Inquiries about leaves are encouraged and should be directed both to your supervisor and to the
Human Resources department. The Human Resources staff will send more detailed information
and request forms to you.

32
1202.MaternityDisabilityLeave:
A maternity disability leave will be approved for the actual period of disability associated with
pregnancy and childbirth. If an employee is entitled to FMLA, FMLA is in addition to maternity
disability leave, and flexible benefit plan participation will be continued as described below, under
1203. Family and Medical Leave. Medical certification is required well in advance of the date leave
is to begin, and upon return, a fitness for duty report is required. An employee returning from leave
will receive the same position or a similar position of like status and pay. (Also see 1201. General
Information about Leaves and Extended Absences.)

1203.FamilyandMedicalLeave(FMLA):
FMLA leave is unpaid leave which allows an eligible employee to be absent from work for up to 12
weeks every 12 month period, measured forward from the date an employee's first FMLA leave
begins, for any of the following circumstances:
• To care for one’s child after birth*, or placement for adoption or foster care;
• To care for one’s spouse/domestic partner, child, or parent who has a serious health condition;
or
• For an employee’s own serious health condition which makes him or her unable to perform his
or her job.
• Any qualifying exigency (emergency) arising out of the fact that a spouse/domestic partner, son,
daughter or parent is on active duty in the United States Armed Forces.
• To care for a family member in the Armed Forces who has a serious injury or illness that renders
the individual unfit for active duty. Under these circumstances, an employee may be eligible for
up to 26 weeks of FMLA leave.

* FMLA leave is in addition to maternity disability leave which is allowed for the period of actual
disability associated with pregnancy and childbirth (see 1202. Maternity Disability Leave.)

To be eligible for FMLA, you must have been employed by the YMCA of Greater Seattle for 12
consecutive (or non-consecutive) months, and must have worked at least 1250 hours within the 12
months immediately preceding the FMLA leave. If your absence would otherwise qualify for use of
PPTO, PTO and/or ESLB, you are required to use PPTO, PTO and ESLB during FMLA leave. The
YMCA also allows up to six weeks of ESLB to be taken if you are adopting a child, provided you are
the child’s primary caregiver; more time off will be approved with a medical certification of the need
to provide continuing care.

Up to two weeks leave will be routinely approved so you can care for your spouse or domestic partner
following childbirth; more time off will be approved with a medical certification of the need to
provide continuing care. PPTO, PTO and ESLB can be used for this purpose.

If you participate in the benefit plan, the YMCA will continue your participation for up to 12 weeks
of leave under the same conditions as if you had continued to work. You must make arrangements
to pay your benefit costs in the event that you are on unpaid leave and not paying premiums
through payroll deductions. The YMCA's payment of your benefits is conditioned upon your return
to work, which means that the YMCA may recover its costs from you if you do not return from
leave.

33
The Human Resources department will designate qualifying leaves of more than three days as FMLA
leaves. An employee may not decline to have a qualifying leave designated as FMLA leave. Medical
certification of the need for FMLA leave is routinely required, and leave may be denied until it is
produced. To return to work, a fitness for duty report is generally required if the leave is due to your
own medical situation. When you return from FMLA leave, in most circumstances you return to your
original or an equivalent position with equivalent pay, benefits and other terms.

1204.OtherMedicalLeave:
If you do not qualify for FMLA leave, or if you exhaust FMLA leave, you may receive a medical
leave for absences due to your own illness or injury. PTO and ESLB are applied as described under
FMLA leave. Medical certification of the necessity for leave is required, and upon return, a fitness
for duty report is required. When you are ready to return to work from a medical leave, the YMCA
cannot guarantee that a position will be available for you. (See 1201. General Information about
Leaves and Extended Absences.)

1205.PersonalLeave:
Employees who have had a minimum of one year of continuous employment may be considered for
a leave of absence (without pay and benefits) for a maximum of six months for circumstances such
as: personal reasons, education or other unusual situations. Personal leaves are granted only with
advance written approval from the group executive and Human Resources Director. The YMCA
cannot ensure reinstatement to any position.

1206.MilitaryService:
When you are called or recalled or voluntarily enlist for active duty, or are subject to National Guard
or Reserve training, the YMCA provides a military leave of absence without pay. Re-employment
rights correspond with those provided in federal and state laws.

If you are a full-time employee who is on a military leave, the YMCA will pay the difference
between regular salary and pay received while on duty for a maximum of two weeks per year.
Alternatively, a full-time employee may opt to take PTO and keep the military pay.

1207.JuryandWitnessDuty:
If you are a full-time employee called for jury duty or subpoenaed as a witness, and you are not able
to work a normal workday, you are paid your regular daily pay for a reasonable period of time
(usually no more than two weeks). You may keep the jury pay or donate it, if you choose. You
receive paid time only when you are subpoenaed as a witness for a case in which you are not a party
to the action. If you are part-time, you receive time without pay. You must report for work on any
regular working day, or portion of day, when excused from court service. You should discuss the
requirement for court service promptly with your supervisor upon receipt of notice to appear.

34
1208.DomesticViolenceLeave:
Under Washington state law, employees who have been victims of domestic violence, sexual assault
or stalking may take reasonable leave from work to take care of legal or law enforcement needs,
obtain medical treatment or counseling, or relocate to a safer location or otherwise engage in safety
planning. Family members of a victim may also take reasonable leave to help the victim obtain
treatment or seek help. Advance notice of the need for leave is required whenever possible. PTO,
PPTO and ESLB may be used during the leave.

1209.MilitaryFamilyLeaveAct(MFLA)
Under Washington state law, an eligible employee may take up to 15 days of unpaid leave (PTO or
PPTO must be used) to spend time with his/her spouse/domestic partner who is preparing to
deploy or who is on leave from deployment during times of military conflict declared by the
President or Congress. Employees must regularly work at least 20 hours per week in order to be
eligible.

Employees must notify the YMCA of Greater Seattle of their intent to take leave within five
business days of receiving official notice of the spouse/domestic partner’s impending call or order
to active duty or leave from deployment. Eligible leaves under FMLA are job protected.

1300. EMPLOYMENT CHANGES

1301.BeginningFull-timeEmployment:
On the first of the month following or coincident with the completion of 60 days of employment as
a full-time employee, you are eligible to participate in the YMCA Employee Benefit Plan. (Refer to
1005. Employee Benefit Plan.) Information will be sent to you from the Human Resources
department in advance of the effective date for benefits. Additionally, you are required to attend a
benefits orientation meeting. As a full-time employee, you begin accruing paid time off as described
under 1002. PTO and ESLB.

1302.EndingFull-timeEmployment:
When your full-time employment classification ends (because of changing to a part-time position or
leaving YMCA employment), your health benefit plan participation ends on the last day of the month
in which the change was effective. You and your covered dependents may elect to maintain your
health benefits on a self-pay basis for a period of time through COBRA provisions. A detailed
notification letter with rates is sent to all potentially eligible employees and their dependents by the
Human Resources department.

You are not paid for holidays that you did not take. You will be paid for unused PTO as described
under 1002. PTO AND ESLB. You are not paid for accrued ESLB, and the balance is removed
from the records.

35
1303.EndingYMCAEmployment:
All employees of the YMCA are employed "at will." In part, this means you may end your
employment whenever you wish, although the YMCA requests that you provide two weeks notice to
assist with scheduling and planning. Similarly, the YMCA may terminate the employment of any
employee at will; that is, at any time, with or without cause or notice, at its discretion. As a courtesy,
however, the YMCA may provide two weeks termination notice, or two weeks pay in lieu of notice,
to employees with 90 or more days of service. In instances of misconduct, however, termination of
employment occurs immediately and without advance notice or pay.

You should give your resignation notice in writing to your supervisor, using either a letter format or
completing a YMCA “End of Employment” form. You should include your reason for leaving, and a
current address so that your year-end tax information (Form W-2) and other correspondence can be sent
to you. All YMCA owned property, including keys, should be returned no later than your last day of
work. If you wish, you may request an exit interview with your department manager or a member of the
Human Resources department. If you have questions about benefits or other matters, you should
contact the Human Resources department.

36
 YMCA OF GREATER
SEATTLE
2008 EMPLOYEE HANDBOOK
Update
Effective March 15, 2010, the following information replaces the language initially published in the YMCA of
Greater Seattle’s 2008 Employee Handbook.

604. Tobacco-Free Workplace: (replaces Smoke-Free Workplace page 12)

Policy
The YMCA of Greater Seattle is committed to providing a safe and healthy environment for our
members, volunteers and staff. In keeping with this philosophy, we maintain a tobacco-free work
environment. For staff members, this applies both to YMCA property, program sites and when
representing the YMCA of Greater Seattle within the community and/or traveling on YMCA business.

Procedure: Smoking and/or the use of tobacco is not permitted anywhere on YMCA property at any
time. The definition of YMCA property for the purpose of this policy includes all land, buildings,
structures, parking lots and means of transportation owned by or leased to the YMCA and any area,
including program site property, where a staff member is engaged in YMCA business.

1105. Retirement Plan: (page 29)

All YMCA of Greater Seattle employees who meet eligibility requirements are enrolled in the YMCA
Retirement Fund, which is based in New York, NY. The YMCA of Greater Seattle makes all required
contributions on behalf of retirement fund participants. Eligibility, benefits, definitions, and
requirements related to this plan are determined by the Fund and are carried out by the YMCA of
Greater Seattle. The Fund’s web site is www.yretirement.org and the phone number is (800) 738-9622.

In order to be eligible, employees must meet criteria set by the Fund which presently includes: 1) 21
years of age or older, 2) completed two years of YMCA service and 3) worked at least 1,000 hours within
those two years. If an employee was previously employed by the YMCA of Greater Seattle or another
YMCA that participates in the YMCA Retirement Fund, he/she may be immediately eligible to
participate. Contact either the Retirement Fund directly or the Human Resources Department for
more information.

1106. YMCA Retirement Fund 403(b) Smart Accounts: (page 29)

Regardless of your age, service or hours of work, you may start saving for retirement immediately by
participating in the 403(b) Smart Account plan through the YMCA Retirement Fund. You can find
information and enrollm1ent forms at www.yretirement.org. 403(b). Contributions to the Smart
Account fund are made through payroll deduction or a rollover deposit directly to the Smart Account
Fund.
37
Employees already participating in the YMCA Retirement Fund may also make additional contributions
to the 403(b) Smart Account to increase their retirement benefits, subject to certain limitations. These
contributions are tax deferred contributions. Any employee interested in participating in the 403(b)
Smart Account should visit www.yretirement.org and/or contact the Human Resources Department

1107. YMCA Membership (page 29):

You are encouraged to participate in YMCA programs and to use facilities and equipment; however, you
should keep in mind the priority which the YMCA places upon providing quality service to members. For
instance, all employees are expected to defer to members during peak hours for classes and equipment
use.

Full-TimeEmployees
If you are a full-time employee, you and your immediate family receive a YMCA of Greater Seattle or
Triangle family membership at hire, upon request. For the purposes of this benefit, "immediate family"
is considered to be a second adult and dependents you are eligible to claim on your federal taxes living
in the same household with you. If you or your family members wish to enroll in a structured program,
you may register in the program at 35% off the facility member fee. Fee reductions may not be
combined with other promotional discounts (e.g. early bird specials).

Child care is not included in the membership benefit; however, residence camp*, day camp and
educational pre-school may be. (Please refer to 1006. Employee Child Care Assistance Plan.)

Part-TimeEmployees
If you are a part-time (or seasonal or temporary) employee, upon request, you may receive an individual
YMCA of Greater Seattle adult membership. If you wish to enroll in a structured program, you may
register for the program at 35% off the facility member fee. After six months of continuous
employment, you may request a family YMCA of Greater Seattle membership. Employees classified as
on-call/substitute are not eligible for the membership benefit.

The staff member must be actively employed with the YMCA of Greater Seattle not only upon
registration for a structured program but also when the program actually begins.

*For camping services programs (for all employee groups), staff and eligible family members may
receive the reduced structured program rate one time per eligible family member per year based upon
availability. Fee reductions may not be combined with other promotional discounts (e.g. early bird
specials).

Retired full-time employees may retain their memberships on the same basis as during their
employment. In all other circumstances, when employees leave the employment of the YMCA, they
begin paying regular rates for membership and programs.

38
1003. Severance Pay (page 26) Replaced with 1304.PositionElimination–TransitionalServices in
Section 1300 – Employment Changes (see below)

1304. Position Elimination – Transitional Services (new in Section 1300 – Employment Changes)
In the event of a position elimination, the YMCA will generally provide 2 weeks’ notice unless
otherwise mandated by federal or state law. While the YMCA will make reasonable efforts to
provide the 2 weeks’ advance notice, this decision is within the sole discretion of the YMCA.

Transitional Services are available to an eligible full-time and part-time employee whose
position is eliminated.

Eligibility for Transitional Services is based upon the employee:

• having an overall “meets expectation (2)” or higher on his/her last performance appraisal;
and ,
• not currently on any form of a performance improvement plan.

These services include:

1) assistance reviewing other available YMCA of Greater Seattle job openings;
2) facilitating contact with YMCA hiring supervisors;
3) assistance with resume writing; and/or,
4) providing information concerning external resources.

Full-time health benefits will continue through the end of the month during which pay is received.
Part- time health benefits will continue as outlined in the Part-Time benefit documents.

Payment for unused PTO is made as described under 1002. PTO and ESLB (Paid Time Off and
Extended
Sick Leave Bank). Payment for PTO is made on the final paycheck.

Additional transitional assistance may be provided to a full-time employee whose position is

eliminated and for whom no other YMCA employment is available.

39
 YMCA OF GREATER SEATTLE

Putting Our Mission to Work

WE BUILD STRONG KIDS, STRONG FAMILIES, STRONG COMMUNITIES

YMCAvolunteersandstaffarecommittedto:

Teach youth positive life skills, values, and an ethic of service through:
� Leading by example
� Building personal relationships
� Programs with purpose

Support and strengthen families through:

� Nurturing healthy relationships
� Dependable caring leadership
� Family fun

Develop health in spirit, mind and body through:

� Providing professional guidance
� Encouraging acceptance
� Promoting balanced lives

Offer quality experiences that are affordable and efficiently managed through:
� Financial assistance
� Effective partnerships
� Continuous improvement

Encourage participation by all members of our community through:

� Embracing diversity
� Caring about each person
� Engaging volunteer leadership

Create an environment where everyone aspires to be their best through:

� Setting high expectations
� Practicing personal integrity
� Celebrating achievement